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This paper contributes to the sociology of markets literature by arguing that collective identities sustain the market success of peripheral producers during the process of resource partitioning. Two conditions underlie [...]

We draw on eight different lab and field samples to delineate the effects of expressed humility on several important organizational outcomes, including performance, satisfaction, learning goal orientation, engagement, and turnover. [...]

In this article, we outline a model of how organizations can effectively shape employees' affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect [...]

This paper reports on a field study of strategy making in one organization facing an industry crisis. In a comparison of five strategy projects, we observed that organizational participants struggled [...]

Emotions and ethical dilemmas often go together. This paper demonstrates the specific role of such negative emotions as sadness and anger in ethical decision-making (EDM). The experimental study 1 (n = 158, divided into two conditions) shows that increased levels of two emotions, sadness and anger, cause individuals to make less ethical decisions. Study 2 (n = 132, divided into two conditions) demonstrates that anger and sadness play a significant role in the value of emotional intelligence as a tool for enhancing EDM, such that emotional intelligence is much more useful when these emotions are more intense than when they are less intense. Together, the studies show that emotional individuals tend to make less ethical decisions, especially when those emotional individuals lack the emotional intelligence to deal with those emotions. Limitations and implications are also reported., Understanding ethical decision-making and what makes for decisions that are more or less ethical has been a perplexing problem for eons. Even back in biblical times, the wise King Solomon [...]

This study examines whether the use of equity to compensate audit committee members is related to earnings management by the firm on whose board those members serve. The study is motivated by the enhanced role of the audit committee through recent regulatory initiatives, the focus on audit committee independence, and suggestions by some governance organizations for additional equity compensation and ownership targets for board members. Results suggest that the use of stock options in audit committee members' pay packages is associated with higher earnings management and the use of stock in those pay packages is associated with lower earnings management in firms on whose board those members serve. The findings regarding options are driven by vested options, consistent with audit committee members being sensitive to the potential short term price effects of earnings management. The findings regarding stock are driven by restricted stock grants, consistent with that form of compensation motivating a longer term view in alignment with shareholder interests. The results have important implications for allowing audit committee members to hold a financial interest in the firm on whose audit committee they serve, suggest that alternative forms of equity compensation may result in differing degrees of audit committee effectiveness, and suggest that board compensation committees should exercise caution in determining audit committee members' pay packages., The primary role of the audit committee of the board of directors is to oversee the financial reporting process of the firm. Responsibilities of the audit committee include hiring, compensating, [...]

The importance of product innovation for increasing marketing and financial performance and for sustaining firms' operations in the long run has been discussed for a long time. Organizational capabilities (organizational culture and structure) are factors that affect the development of a new product. However, the effect of these factors on each type of product innovation (radical and incremental product innovation) is not clear. This paper aims to empirically investigate the impact of organizational capabilities on the development of radical and incremental product innovation. Further, the indirect impact of organizational capabilities on performance of product innovation performance is examined. Conceptual models for each type of product innovation are proposed. This paper uses survey research. The population consists of manufacturers in five industries located in Thailand. The unit of analysis is a manager or higher involved with developing new products. Total sample size in this paper is 326. Structural equation modeling (SEM) was used for the data analysis. The empirical findings show that vision has an impact on the development of radical product innovation. Centralization and formalization have an impact on the development of incremental product innovation. Radical and incremental product innovation increase performance of firms. The results of this paper increase the understanding of the impact of organizational culture and structure on the development of radical and incremental product innovation. Further, the findings show the impact of product innovation on the performance of firms., Academics and practitioners acknowledge the importance of product innovation to increasing quality of life, increasing firms' marketing and financial performance (Govindarajan and Kopalle, 2006; Henard and Szymanski, 2001; Sivadas and [...]

This research adopts a structural identity theory framework to examine post-recruitment activism in the Irish Republican Movement. The data are from members of Provisional Sinn Fein who were first interviewed in the mid-1980s and subsequently reinterviewed in the mid-1990s and the late 2000s. Ten and 20 years after their initial interviews, some respondents were still involved in Provisional Sinn Fein while others had: helped create a rival organization, Republican Sinn Fein, in 1986; helped create another rival organization, the 32 County Sovereignty Movement, in 1997; withdrawn from activism; and withdrawn from and then reentered activism. The interviews show that the decision to exit from activism was primarily motivated by changes in the respondents' personal lives and not for political reasons. For some respondents, life changes brought with them new relationships and new identities that limited their availability for activism and also forced respondents to choose between competing identities. The decision to remain an activist but to create a rival organization was influenced by interaction among subgroups of activists in Provisional Sinn Fein and by the respondents' perception of what is important for Irish Republicanism. Keywords: structural identity theory, social movements, Irish Republicans, post-recruitment activism. DOI: 10.1525/sp.2010.57.3.341.

Organizations active in mobilizing low- and moderate-income communities make considerable efforts to combat inequalities and build voice for citizens, despite inherent challenges of obtaining resources, maintaining member interest, and retaining staff. How, then, do such groups remain viable--even thriving--organizations? Building upon research on organizational theory and social movements, we examine patterns of survival among a sample of community-based organizations (CBOs) between 1990 and 2004, thus providing the first systematic study of their long-term mortality processes. More specifically, we test how organizations' sociopolitical legitimacy and resources (and strategies for cultivating both) influence survival, finding that the legitimacy of organizations in low-income areas is a double-edged sword, as embeddedness in resource-deprived local environments confers both benefits and disadvantages. In particular, we find the strongest support for the notion that, beyond the considerable effects of externally obtained resources, CBOs also benefit considerably by engaging in even a small amount of grassroots fundraising. Further, although we find significant effects of extra-local legitimacy in the baseline models--through organizations' affiliation with national or regional organizing networks--we find evidence in additional analyses that the survival benefits of network affiliation are largely mediated by resources. We also find sizable but marginally significant effects of local legitimacy, and significant positive effects of organizational age and urban location. Overall, our findings suggest that although cultivating resources is the surest path to survival, organizations that build their legitimacy will be in a better position to compensate for structural resource deficits. Keywords: community organizing, social movements, organizations, social capital, interfaith networks. DOI: 10.1525/sp.2010.57.3.315.

Economic efficiency--understood in terms of jurisdictions providing a maximum amount of output for a given level of inputs--is one potential means to evaluate public policies. Various approaches, however, co-exist to measure the (technical) efficiency of organizations. Given that these rely on different underlying assumptions, it is important to assess whether, and to what extent, the approach taken affects the outcome of efficiency studies. This paper employs a data set of local governments in Flanders in 2000 to compare the three common approaches to measure (in)efficiency (i.e., free disposal hull, data envelopment analysis, and econometric techniques). Our results indicate that the methodological choices of instrumentation have a substantial effect on analytic performance measurement. Hence, assessing the robustness of the results across various approaches to efficiency measurement is crucial to avoid incorrect inferences. KEYWORDS: data envelopment analysis, Flemish municipalities, free disposal hull, government (in)efficiency, stochastic frontiers

Modern turbulent business environments are characterized by rapid change that make businesses unpredictable, which brings emergence to the core of modern organizations. Deriving factors facilitating organizational emergence has been undertaken by drawing on complex adaptive systems (CAS) and social autopoiesis theories. Social autopoiesis was particularly chosen as it focuses on social elements, such as communication, morale, trust, etc. and their relation to social emergence, whereas CAS theory concentrates more on adaptive mechanisms that make a CAS produce emergent order, such as inter-relations, interactions, edge of chaos, feedback, etc. This led to the identification of various factors facilitating emergence and the development of a framework for utilizing these factors that were organized into two dimensions. First the factors are classified as either tangible or intangible. Second, the factors are classified as either dynamic, i.e., realize emergent properties, or they are concerned with the enabling infrastructure, i.e., enable the dynamic factors to become effective, or they are controlling factors, i.e., they attempt to balance excessive change with stability to prevent descent into chaos. The framework was applied to an Information Systems Development (ISD) project which showed that it is applicable to any type of business sector. This framework is argued to be a step forward to realize organizational emergence based on complexity principles derived from literature. The split between factors facilitating emergence and generic principles of CAS is not clear in the complexity literature and it is argued to be an important contribution of the paper., Introduction In turbulent business environments organizations need to react quickly and creatively to make the most of new opportunities and business models. These new imperatives of business practice require organizations [...]

Internal organization relies heavily on psychological consistency requirements. This perspective has been emphasized in modern compensation theory, but has not been extended to organization theory. The idea is developed by starting from Williamson's discussion of idiosyncratic exchange. The perspective sheds new light on several topics in the theory of the firm, like the boundaries of the firm (Williamson's puzzle), the importance of fairness concerns within firms, the attenuation of incentives, or the role of routines. It implies a perceptional theory of the firm that is realistic in the sense advocated by COASE [1937]. (JEL: B 52, D 02, L 2)

INTRODUCTION"Kenya's public service is today faced with tremendous challenges including uncertain economy, political changes, globalized markets, privatization and outsourcing of services, mergers, takeovers, rapidly advancing technology, and uncertain change. Change [...]

The ways in which negative impacts resulting from crisis in an organization can spread to other similar organizations in the industry through a spillover process are described. It is argued that the process is determined by the characteristics of the organization in crisis, the others affected and the industry itself.

ABSTRACTGovernment capacity helps explain variance in public sector organizations' performance, and measuring capacity helps identify deficiencies that may be addressed in order to improve the efficiency and effectiveness of these organizations. This study examines the capacity of regional economic development districts to leverage federal grant funds in the counties they serve, controlling for additional sources of potential capacity and demand for federal grants. A decade of data reflecting federal grant funding to counties in one state was compiled from the Federal Awards Data System and analyzed using pooled cross-sectional time-series analysis with panel-corrected standard errors. The results indicate that regional economic development districts demonstrate varied but significant capacity to leverage federal grant funds in the counties they serve. The results suggest that similarity in the purpose and structure of regional economic development districts within a state are not enough; we need to better understand the resources within the organization and the mission that determines how those resources are applied.

The impact of firm heterogeneity and market selection on the economic performance of the sub-Saharan African region is discussed.

This is a discussion of the Australian Standard 'AS 5037-2005, Knowledge Management--a Guide'. The article describes the Standard's development and outlines the main points, particularly the list of enablers, the [...]

Organizational relationship between management discourse and employee subjectivity, in spatial and temporal contexts, is analyzed. The analysis is based on the empirical study of doctors and nurses working in the British National Health Service (NHS).

The extent of inter-dependence between organization and literature is analyzed. It is concluded that both are mutually-inclusive and complementary to each other. They also coincide in acting as fields of enquiry.

Although career research contends that women managers and professionals are less willing than men to relocate, much of the previous research has been either limited by comparative sampling issues, or has not fully accounted for the role of family. To address these issues we gathered survey data from managers and professionals in 102 large companies by identifying pairs of individuals from each firm who worked in the same division, location, and functional area, who were similar in age (± 5 years), yet differed in gender--resulting in a comparatively matched sample of 333 male and 333 female respondents. To account for the role of family, we tested a model that first controlled for the impact of previous determinants of willingness to relocate, and then examined the impact of four family attributes including spouse's contribution to family income, presence of preschool-aged children at home, and the perceived strength of spouse's and children's community ties. We also examined the moderating role of gender in explaining the impact of these attributes. Results indicate that the inclusion of family attributes increased the amount of variance explained in our regression model. Moreover, beyond substantiating a significant main effect for gender--that is, women managers are less willing to relocate--we also found that gender interacts with family attributes to further dampen a woman's willingness to relocate., While few managers or professionals find the prospect of uprooting their families appealing, their organizations continue to place a premium on geographic relocation (Rodgers & Rodgers, 2000), not only as [...]

ABSTRACT A brief analytical overview is provided of the current state of the Southern African Development Community, focusing on three aspects: the dual characteristic of the organisation as being responsible [...]

The importance of knowledge as a resource and asset for organizations and society has been well researched in the social science and management literature. Both the critical systems approach and the viable system model have been used as foundations for managing knowledge. This note advocates a third approach to managing knowledge: a framework based on knowledge exchange that is closer to the theory of 'gifts'., Knowledge, as a resource, has been a major topic of discussion in the social science, business and management literature (Kogut and Zander, 1993; Buckley, 2002; Millar and Choi, 2003). In [...]

The exploratory study concludes systematically and empirically that deep level cultural learning interventions are necessary to develop constructive employee perceptions and attitudes that improve the performance in mergers and acquisitions. The longitudinal field experiments reveal that the cultural difference between the employees of two acquired firms can be overcome during the early stages of integration process.

The influence of public managers on organizational performance has persistently been of interest in the field of public administration (Barnard 1939; Brudney, O'Toole, and Rainey 2000; Nicholson-Crotty and O'Toole 2004; [...]

In most industrialized nations, measuring the performance of public services has assumed central political importance, as governments come under increased pressure to reduce taxation and ensure that tax revenues are [...]

Executives must often manage nonroutine projects, such as integrating company mergers, filling market gaps that fall between current business units, rolling out large-scale IT systems and developing innovative solutions to [...]

The results of an analysis done on the experiences of home-workers and their families to know the relationship between the home and work discourses which increasingly come to bear on each other through the disintegration of time/space compression are presented.

In this paper, we review the conventional analyses of management control systems, to conclude, first, that the 'illusion of control' can mislead managers into believing that everything can be controlled and monitored, and, second, that no incentive system based only on extrinsic rewards can motivate individuals properly. Then, we investigate the philosophical foundations of the basic assumptions that, implicitly or explicitly, are made about the nature of the acting person. Based on personalist phenomenology, we show how the development of technical and moral values is crucial to the long-run survival of organizations. We end by offering some guidelines as to what control systems should be like in order to be compatible with the nature of human persons. KEY WORDS: Business ethics, ethical foundations of organization, incentives, management control systems, values

Ethics researchers advise managers of organizations to link rewards and punishments to ethical and unethical behavior, respectively. We build on prior research maintaining that organizations operate at Kohlberg's stages of moral reasoning, and explain how the over-reliance on rewards and punishments encourages employees to operate at Kohlberg's lowest stages of moral reasoning. We advocate designing organizations as ethical communities and relying on different assumptions about employees in order to foster ethical reasoning at higher levels. Characteristics associated with ethical communities are identified and AES Corporation and Semco S/A serve as examples of corporations exhibiting the design characteristics and assumptions of ethical organizations. KEY WORDS: community, ethical organizations, ethics, Kohlberg, moral reasoning, organization design, rein forcement theory

Are democracy and success compatible in a business organization? In this work we show how Spain's Mondragon Corporacion Cooperativa (MCC) has made it possible. MCC can be considered the world leader in cooperativism. It is one of the few contemporary business organizations that can be viewed as a democracy, and it represents a unique experience in the use of democratic and participatory methods in management. MCC has developed its own Management Model based on its cooperative principles, on modern management practices and on the cutting edge experiences of the most advanced companies. In this work we analyze the key elements of MCC's democratic management model, developed around aspects such as corporate culture, organizational structure or human resources. We also look at the case of Irizar, a component cooperative of MCC internationally known for its successful management model. Finally, we outline some practical implications of introducing democracy into organizations, drawn from the experiences of MCC and Irizar. KEY WORDS: co-operation, corporate culture, democracy, human resources, organizational structure, participation, strategy

A key challenge to understanding the eruption of globalization protest since the late 1990s is the lack of data on the protesters themselves. Although scholars have focused increasingly on these large protest events and the transnational social movements that play a role organizing them, information about the protesters remains scant. We address this research gap by analyzing survey data collected from a random sample of protesters attire globalization protests in three countries. By disaggregating protesters from the local area and protesters who traveled to the protest event, the role that organizations play becomes clear: SMOs mobilize non-local participants and coordinate travel to protest events. These data also suggest answers to the broader questions that have emerged about global civil society. In contrast to the expectations in recent scholarship, we find very few protesters came from outside of the countries in which the protests were taking place. Instead, we conclude that SMOs use the Internet to connect domestically grounded activists to transnational struggles and to mobilize them to participate in large-scale protest events. In other words, organizations do, indeed, matter in the globalization movement and have significantly expanded the protesting population beyond local citizens.

The reasons for the formation of vertical groups under socio/cognitive processes are studied. A framework, which examines the effect of different circumstances in the formation of vertical groups, is presented.

The relevance of property rights theory and agency theory in analyzing the incentive problems of cooperative organizations and an alternative look to understand this problem is presented. The types of incentive problems like investor related and decision related, are discussed.

In Parts I and II of this paper, we presented a three-phase iterative optimization process to design normative organizations. Such organizations are mission-based in that they are organized to perform a given task and then are dissolved. The objectives of the present paper are to 1) define and classify the processes of strategy and structural adaptation in organizations in response to mission and environmental changes, 2) extend our three-phase design methodology to construct robust and adaptive organizations, and 3) analyze the effects of mission parameters on their performance. We investigate the performance of organizations through internal workload and external coordination measures for individual DMs, as well as workload distribution as the overall organizational measure. Index Terms--Adaptation strategy, organizational design, congruence, robust design.